Security workers and union leaders raise concerns beyond pay in pre-Budget 2026 dialogue

Security workers and union leaders gathered at NTUC Centre on 13 December 2025 to share ground realities with Finance and National Development Second Minister Indranee Rajah ahead of Budget 2026.

They highlighted key concerns that show how the sector’s priorities have evolved beyond wages following the Progressive Wage Model’s (PWM) success in raising pay.

The dialogue, organised by the Union of Security Employees (USE), brought together approximately 100 participants for a two-hour session that covered topics ranging from the burden of 12-hour shifts to the lack of an annual wage supplement in the industry.

Participants included USE executive committee members, branch officials, and union members.

USE President Ardi Amir highlighted the session’s significance: “Platforms like these are exclusive to USE members. It gives them a safe space to share openly without fear. Through such engagements, USE stands united with our members to future-proof the security industry.”

Raymond Sim, a branch official from SRS, emphasised the importance of such face-to-face engagements: “Today’s session gives us a chance to listen to our officers’ concerns, share updates on progressive wage implementation, training opportunities, and industry changes. It’s this personal connection that builds trust and ensures officers feel supported.”

The top 10 concerns raised include working hours, rest areas, technology adoption, training support, respect for security officers, career path viability, annual wage supplement, workplace abuse, older worker employment, and support for lower-wage workers.

Working hours remain stubbornly high

Long working hours emerged as the top concern. More than 60 per cent of security officers now have a six-day work week, with 12-hour shifts remaining standard across the industry.

The union confirmed that it is working with partners in the Security Tripartite Cluster (STC) to cap monthly overtime below the current 72-hour limit. Before 2021, security officers frequently worked up to 95 hours of overtime a month (with overtime exemptions).

Participants raised concerns that a number of officers still worked round the clock, as the “two-notification system” allowed a security officer to be registered with a maximum of two employers at any one time. The panel clarified that the two-notification system was meant to allow officers to take on ad hoc event security assignments alongside their regular jobs.

Annual wage supplement

In contrast to other PWM sectors, such as waste management and lift and escalator, the security PWM does not mandate an annual bonus for security officers. The union advocates this, and several unionised companies provide an annual wage supplement to officers as part of their collective agreement.

USE Executive Committee member Muhammad Nasharudin Shariff from Westminster Investigation articulated the main issue: “Our goal is to ensure that wage growth does not come at the expense of longer hours. We believe there’s an opportunity to work closely with stakeholders and the Government to review how PWM can continue to uplift wages while protecting the well-being of officers. Ultimately, we want a model that delivers fair pay and a sustainable work environment.”

Rest areas fail to meet basic standards

Around 30 per cent of security officers reported having no designated rest area at their worksites, while others described conditions that raised questions about workplace dignity.

Officers shared accounts of rest areas located next to garbage collection points, spaces with temperatures reaching 40 degrees Celsius, and facilities covered in bird droppings. For workers on 12-hour shifts, these inadequate conditions mean no proper place to sit and eat during their one-hour breaks.

One officer described his simple need: a proper space to rest during breaks, not standing outside in sweltering heat or sitting on the floor, but having a chair, a fan, and perhaps a toilet nearby.

The union committed to providing feedback to the authorities on requirements for proper rest areas with basic amenities, such as lighting, ventilation, and electrical outlets.

The career progression gap

A key concern raised was the deployment mismatch, with some officers being deployed at ranks below their attained rank.

One officer, a certified Security Supervisor (SS), stated that although she has attained the SS rank, she is unable to secure an SS role and is still being assigned SO-level work at SO-level pay.

Her question resonated with the rest of the group throughout the session: why should officers upgrade if it doesn’t lead to better positions or pay?

The panel acknowledged this as a common issue, explaining that some clients who purchase security services may request personnel at lower ranks to reduce costs.

The practice has also led to deployment mismatches, where more qualified officers are assigned to lower-ranked roles, discouraging skills upgrading despite Government training support.

Some participants suggested that instead of focusing on security companies, regulations should target clients or buyers who hire them, requiring proper rest areas and other necessities as part of procurement contracts.

The union updated that it is working with tripartite partners on these issues through the Security ITM Tripartite Committee, which comprises of representatives from the Government, the union, industry associations, security agencies, and service buyers.

Participants also discussed the shift towards outcome-based contracting, noting that the security industry transformation map moves the sector from a headcount-based to a technology-driven approach.

Additionally, the participants advocated for improved training with updated materials and suggested establishing an employer-led training fund. They highlighted the importance of training in soft skills and communication, as well as in technologies like drone flying, to better equip security officers.

Technology transformation and youth appeal

Jun Wai, a branch official from Metropolis, addressed concerns about younger workers’ perceptions of the industry and the role of technology in transformation.

“I believe the security industry is a very exciting industry. You can meet different clients and meet different people,” he said. He added that “with the evolving technologies in the industry, I think youth will have an opportunity to learn things like AI surveillance and data analytics that may help in their future.”

He noted that technology has already changed daily work: “Over time, technology has helped officers to, for example, smooth their incident reporting because they are using certain apps to report their incidents on site and to check their roster and working schedule through certain apps.

“CCTV monitoring also allows them to be stationed in one room rather than walking around or patrolling very often to check around.”

Jun Wai emphasised USE’s role in supporting this shift.

“At USE, we support this transformation by advocating for training and upskilling, so our officers can adapt and thrive. I believe this evolution makes the industry more attractive to youth, offering them a chance to build a future-ready career in a sector that truly matters,” he said.

Pancy Tay, another participant in the dialogue, advocated changing public perception that security is a “sunset occupation” or a last resort, calling for better career pathways to attract younger professionals.

“I really hope we can elevate the profession. Like nursing and childcare, security is also a frontline role where people will be very proud to wear the security badge,” she said.

Transformation success stories

Lokesh Deepak Jagwani from Singtec Security, who participated in USE’s Company Training Committee (CTC) grant programme at St John’s Island, shared his experience.

He said: “The CTC grant has been a game-changer for us. We transitioned from manual patrols to tech-driven monitoring via a new command centre spanning several sites, including an offshore island. This gives us better skills, better productivity and better work prospects.”

He added: “Now I feel that every day is a new day to learn. Everybody gains from it. And it makes the workflow easier and opens up a lot of opportunities in the industry for us.”

The union has facilitated CTC applications for 100 agencies across more than 280 sites, impacting over 2,200 officers with an average wage increase of 5.57 per cent above PWM requirements.

Older workers face employment barriers

A 73-year-old officer described being fit and capable but faced difficulty finding employment. The issues of short re-employment contracts and age-based discrimination persist despite the industry’s manpower shortage.

Participants raised concerns that companies are unwilling to hire qualified older workers for higher ranks, preferring to keep costs down by assigning them to entry-level positions regardless of their certifications.

Government commitment to the sector

In remarks following the dialogue, Ms Indranee, who is also advisor to USE, acknowledged that security officers play a vital but often underappreciated role in keeping Singapore safe, noting that greater recognition should be accorded to the sector.

On skills development, she identified a gap in the current SkillsFuture framework.

"Some of the courses which are relevant to them may not necessarily right now be under the SkillsFuture framework, which means that they have to pay for it themselves," Ms Indranee said.

She has asked USE to submit a list of useful courses for members, to be shared with SkillsFuture for consideration to include in their current slate of courses.

Addressing welfare concerns, particularly rest areas, Ms Indranee said the issue could be tackled through two approaches: engaging employers, management committees, and building owners directly, and exploring how rest area requirements could be incorporated into building design itself.

Looking ahead: Building a sustainable future

The dialogue was one of several pre-Budget 2026 engagements NTUC is conducting with workers across industries, aimed at ensuring ground concerns shape policy decisions.

USE General Secretary Raymond Chin positioned the union’s broader mission beyond the immediate concerns raised: “At USE, our mission goes beyond representation. In fact, we aim to empower, protect, and most importantly, uplift our workers to prepare for the future.

“We champion fair wages, we advocate for your welfare and protect your dignity at work. We weigh in at tripartite platforms on workers’ behalf, and partner with employers and stakeholders to raise industry standards.”

He continued: “Our vision is transformation: equipping officers with new skills, redesigning jobs, and embracing technology, so that the security industry remains progressive and sustainable.

“Together, we are building a future where security officers and companies grow hand in hand—confident, resilient, and ready for change.”